Improve Your Bottom Line, Retain Key Employees, and Boost the Opportunity for Fair and Equitable Employment Practices


  • Create a pay system based on job skill requirements and behavioral factors, not who is performing the work.
  • Get employee input and feedback when creating and implementing a pay system. Create an environment that encourages employees to bring questions and concerns to management.
  • Insure transparency so employees understand their current pay, how to get promoted and what skills/experience they will need, and implement mentoring/ coaching to help them get there.
  • Consider both internal equity (the value of a job to your particular organization) and external equity (the value of a job in the marketplace) when creating a pay system.
  • Adopt a “Total Rewards” approach that includes benefits, development opportunities, and a good working environment; and make sure your employees are aware of this “Total” package value.
  • Conduct regular internal assessments of compensation across gender, racial and age groups, including looking out for any stereotyping and hidden bias.
  • Train your managers and leaders to more fullyunderstand the importance of supporting all employees equitably in the workplace.
  • Use assessment results to develop plans to eliminate any compensation discrimination findings.
  • Ensure the pay system provides part-time workers the same pay (per hour, including benefits) as full-time workers performing the same or similar tasks.Confirm hourly wages are higher for nonstandard shifts, such as nights or weekends.
  • Confirm that when job-skill requirements or responsibilities increase, that wages and/or salaries are adjusted upward.
  • Consider ways to guarantee part-time employees a minimum number of hours per week.



  • Confirm that company benefits are offered consistently and fairly in all employee categories without regard to gender, age, race etc..
  • Confirm that employees who remain on the job for a specified period of time are eligible for paid sick leave for themselves or to care for a family member.
  • Create opportunities for personal time away to be taken in increments of an hour or two to accommodate doctor’s appointments, parent/teacher visits, and other personal matters.
  • Adopt paid or unpaid family leave (maternity or paternity) for employees.


Work Environment

  • Create a systematic way to get employee input on preferences for hours, schedule and other work arrangements.
  • Provide flexible work arrangements that support both the needs of the business and the employees.
  • Ensure access to supervisor support for job related training, resources and advice.
  • Ensure that scheduling for various work shifts is done equitably and offers all qualified employees the opportunity to work the “desired” schedules.
  • Ensure the accessibility of administrative support for executives and others, regardless of gender.
  • Provide development opportunities to qualified employees, including training, new assignments, cross-training, and high profile projects, regardless of gender.
  • Confirm that work schedules, wherever possible, accommodate employees’ pursuit of educational opportunities.
  • Provide employees the opportunity to contribute ideas to improve their overall work and environment.

How can your business benefit from pay equity?

Enact human resource polices that support participation in the workforce.


Did You Know?

• Flexible scheduling helps business attract and retain the best employees. Work-life balance ranks high in employees’ job choices and managers’ ability to recruit and retain employees.
• Replacing employees costs an average of 150 percent of annual salaries, reduces productivity, and negatively impacts customer satisfaction.
• Flexibility boosts productivity and employee loyalty.
• Return on Investment is high. Firms with flexibility programs have proven higher stock value growth.
• Increased participation by women, people of color, and both the young and older in the workforce increases their spending power across the marketplace. Their spending as well as their choices are influenced by knowledge about good corporate policies.


An analysis of the numbers regarding the continuing issue of pay inequity in our state for women, and a conversation with Lynn Gangone, Dean of Colorado Women's College at the University of Denver.
Many women in Colorado are refusing pay increases. A closer look at why -- and a little-known snag in the law -- in this documentary by I-News at Rocky Mountain PBS.

Lilly Ledbetter: The Story Behind Her Equal Pay Fight

Ledbetter fought to ensure that women would not face inequity. In 2009, President Barack Obama made the Lilly Ledbetter Fair Pay Act the first piece of legislation he signed upon taking office.